WORK MOTIVATION

Work Motivation through Financial Rewards

Work motivation through financial rewards

Introduction

“Motivation is a decision-making process, through which the individual chooses the desired outcomes and sets in motion the behaviour appropriate to them”. Meanwhile he also defines motives as a trigger of motivation; he believes that motives are "learned influences on human behaviour that lead us to pursue particular goals because they are valued (Ells, 2011, pp. 881)”. Means, Motivation can be considered as level of willingness of individual to get involved in a particular behaviour or involvement and which was foreseen and targeted by motivator. Meanwhile, it has been noticed by many motivational researchers that motivation is somehow connected with individual needs and for understandable reason motivation at work is one of the main methods to extract desired corporate behaviour (Ells, 2011, p. 881).

In most organizations, employees can be divided into several sectors. First, some of the employees bring the knowledge needed to the workplace before the job was started. This knowledge can separate the employees in many ways, including pay, benefits, and also how the company sees the employee's input. Second, the immigrant status of an employee focuses on whether the employee has cultural differences that a manager should be concerned with. Third, the generational differences that can affect an employee's motivation, such as the generation the employee grew up in (Caruth, 2008, pp.10). Motivation can also be different for these groups, so finding out what motivates these groups and if there is a difference in motivation is critical to the growth of the company. Motivation is certainly not the only factor that causes people to produce at different rates, since the performance level of an individual is influenced by many factors. Performance is affected by a worker's ability, experience, etc. and by several situational and environmental factors.

Employees are motivated by many different things. These include but are not limited to pay, rewards, goals, self efficacy, and other intrinsic and extrinsic factors. By determining the motivation of employees, employers can then use this information to help the organization achieve its goals (Cameron and Pierce, 1966, pp. 39).

Rewards

Reward systems are systems of retrospective approach, this system evaluates the result of individual, group or company. Based on that result, the company can give the recognition and rewards systems to its employees. It is important to differentiate between individual and group rewards. Commissions are an individual reward that can negatively affect employee motivation. Generally, those who receive commissions feel they are being manipulated by the company through the committee system (Azoulay and Joshua, 2011, pp. 527). At the same time, those who do not receive commissions may think their contribution is less important than those who received. Corporate systems of participation in profits, on the other hand, are recognition and reward system that strengthens the motivation of the group and promotes teamwork. Reward system must meet the following conditions:

Comply with corporate strategy of the company;

Aim at achieving organizational goals;

Ensure transparency of the system

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